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4 <br />Attachment 1 <br />What the Orange County Classification <br />and Pay Study Accomplishes <br />The reasons the County decided to pursue the study and the results the study accomplishes, if <br />implemented, include: <br />1. Recognizing and taking account of changes in positions that have occurred over time <br />such as through organizational changes, new job requirements being added and the <br />like. <br />/ In terms of duty changes, for example, the Health Department implemented a number of <br />changes in duties in its clinical, family and community services units in the Personal <br />Health Division. The Solid Waste Department has implemented a number of new <br />recycling initiatives such as the Regulated Recycling Materials Ordinance and others that <br />have added additional duties to positions. <br />/ In terms of changes in job requirements, for example, the nine OPT Driver positions have <br />added significant requirements since the last study including the requirement for a <br />commercial drivers license and a slate of specialized trainings and required certifications <br />related to passenger services and protection. <br />2. Establishing equitable salary relationships on a comprehensive and current basis. <br />It has been 12 years since the County last had the opportunity to look at all the jobs at the <br />same time, reassess salary relationships and update these. Such periodic review is <br />fundamental to maintaining an equitable plan. <br />3. Providing a more competitive pay plan in the labor market. <br />As for equitable salary relationships, such periodic review is fundamental and critical to <br />recruitment and retention, particularly in highly competitive and difficult to staff areas such as <br />law enforcement, nursing, child protective services, telecommunications and technically <br />skilled areas. <br />4. Improving entry-level rates. <br />Absent competitive entry level rates, new hires come in at higher rates in the salary range <br />that create issues of equity and salary compression with existing, trained, longer service <br />staff. <br />Through implementation of the study results, the. County also will positively address its goals of <br />improving employee pay in relation to the housing wage and other criteria that reflect the costs <br />to live in this area. <br />